![]() In other words, concerns like resume gaps can gum up the cogs of the recruiting machine. Do they have other candidates to move forward with who don't have career gaps? If so, they may decide to advance with those people first and avoid having to do a preliminary screen to determine if the reasons for your gap is acceptable to them. So your opportunity to actually explain the gap comes AFTER a recruiter has deemed you a potential fit for the job based on your resume and/or LinkedIn profile. Typically, recruiters will only spend time on the phone with a small number of folks they think might be qualified people they would like to present to their hiring manager. Bandwidth is another issue that can cause recruiters to be concerned about your resume gapĪ recruiter with low bandwidth might not take the time to ask an otherwise solid-looking candidate about the reason for the career gaps. In the recruiter mind, a gap MIGHT signal an issue. What does this have to do with employment gaps? If a recruiter doesn't know the reason for an employment gap, they may wonder if there is a history of low performance or other workplace issues that led to gaps. Recruiters are told to protect the "hiring bar," meaning to ensure that the quality of all new hires is consistent with the quality of employees. Recruiters don't want to have to defend their choice of candidates to hiring managers (who have the unrealistic idea of the "perfect candidate" in their heads, like dancing sugar plums) and they don't want to hear that someone they brought on board isn't performing, quit or was let go. I have one from when I was at Microsoft and I still ask myself what I missed. Ask a recruiter to tell you about a "bad hire" they made and watch them wince. It's important for you to understand that recruiters are risk-averse. Leverage what I share to do what is best for you. I'm not going to explain how things should be, but how they are. This is the part where I explain that I am a truth-teller and my interest is in helping people land the jobs they want. Why would a resume gaps/job gap damage your job prospects? If you are someone who has a gap, let's talk about clarifying it on your LinkedIn profile so it doesn't damage your job prospects. You can read an abridged version of my thoughts on communicating a job gap here. HOW you talk about your gap is important. I created a whole video addressing this in my interview preparation toolkit. If you end up on the phone with them, they will ask you to explain your gaps. They are evaluating how long you were at certain employers and if there were any significant gaps. You don't have to play as much defense as you might think, but you need to be ready to respond to questions about your time out of the workforce.Ī recruiter looking at your resume or LinkedIn profile will look at the dates. ![]() It's not that recruiters will necessarily have a problem with WHY a candidate took a break, but they want to understand the timeline. ![]() My clients/jobseekers ask me about their gaps regularly. The first thing that you should know is that - by and large - recruiters do care about employment gaps. I'm a recruiter, so I can give you some insider insights on how recruiters think about employment gaps. If this is news to you, let me tell you a little about adding a career break to your LinkedIn profile. LinkedIn now lets you share career gaps on your profile! LinkedIn's profile experience section focuses only on the jobs you have held. Resumes are limited in terms of what is appropriate to share. Today, your resume and LinkedIn profile are staples of the job search, but they aren't great at giving you the opportunity to tell the *full* story of your career. You want to go into your job search with a clear and compelling story of who you are, what you offer and how you got here.
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